It's a popular approach to ensuring a smooth leadership transition: Hire a second-in-command who is designated as the next CEO. But the practice rarely works — of would-be CEO successors hired externally, 75% don't become chief executives or, if they do, don't last more than two years.
The fault lies largely with boards that neglect the succession process and incumbent chiefs who don't coach potential successors. But Ciampa says aspiring CEOs can surmount these obstacles by understanding and mastering the unique skills required for success at the top. Those skills — including understanding the current chief's leadership style and managing political nuances without appearing "political" — are very different from the ones that got them into the number-two spot.
Follow Ciampa's recommendations and you'll be far more likely get to the top, stay there, and excel.
read more....Almost Ready: How Leaders Move Up | BNET
The fault lies largely with boards that neglect the succession process and incumbent chiefs who don't coach potential successors. But Ciampa says aspiring CEOs can surmount these obstacles by understanding and mastering the unique skills required for success at the top. Those skills — including understanding the current chief's leadership style and managing political nuances without appearing "political" — are very different from the ones that got them into the number-two spot.
Follow Ciampa's recommendations and you'll be far more likely get to the top, stay there, and excel.
read more....Almost Ready: How Leaders Move Up | BNET